Comments on: Don’t Promote Your Best Techs, but Give Them a Raise https://www.evilhrlady.org/2017/06/dont-promote-your-best-techs-but-give-them-a-raise.html Everything to make HR better Thu, 22 Jun 2017 10:14:04 +0000 hourly 1 https://wordpress.org/?v=7.1.3 By: mer https://www.evilhrlady.org/2017/06/dont-promote-your-best-techs-but-give-them-a-raise.html#comment-209461 Thu, 22 Jun 2017 10:14:04 +0000 https://www.evilhrlady.org/?p=4408#comment-209461 Having worked as an engineer for a very long time, I’ve seen this too many times. A good engineer gets promoted to management as a sole justification to pay them what they are worth. They wind up miserable because they don’t have time to do what they are good at, they effectively “fail” as a manager and get demoted or fired.
It’s different if the good engineer wants to see if they are a good manager but then they have skin in the game to try and make it work.

A lot of companies don’t have a pay structure that allows someone that is a good engineer to be paid “enough” as an engineer, so the title/job change. That is a fault of the company, not the engineer.

]]> By: Maria Rose https://www.evilhrlady.org/2017/06/dont-promote-your-best-techs-but-give-them-a-raise.html#comment-209460 Wed, 21 Jun 2017 20:22:08 +0000 https://www.evilhrlady.org/?p=4408#comment-209460 There’s a big difference in performing a job well and being able to teach/guide/supervise others. Some people are great team players and performers but can’t effectively show others how to do the job they do as they perform by self-motivation. Showing others, means they have to stop performance of job and explain all the steps.
A great trainer/ supervisor is not the best performer but can encourage others to perform and doesn’t feel uncomfortable doing followup while showing others how to do job.
A good performing worker should be better paid than a poorly performing worker but they aren’t necessarily a good supervisor or trainer. Giving person a title is not always the best way to treat good workers. Companies need to stop using this as sole reason to give someone a needed raise.

]]> By: Michael https://www.evilhrlady.org/2017/06/dont-promote-your-best-techs-but-give-them-a-raise.html#comment-209457 Wed, 21 Jun 2017 17:04:44 +0000 https://www.evilhrlady.org/?p=4408#comment-209457 In reply to grannybunny.

If you want to get promotion – you need to not only say it – but prove through action that you are ready for it and deserve it. If you don’t speak up – you have no one to blame but yourself.

]]> By: Mr Cynical https://www.evilhrlady.org/2017/06/dont-promote-your-best-techs-but-give-them-a-raise.html#comment-209455 Wed, 21 Jun 2017 16:00:09 +0000 https://www.evilhrlady.org/?p=4408#comment-209455 In reply to grannybunny.

Often management says: Hey, you’re great at your job, we’d like to keep you and give you more money– but you need to take the Faustian deal of “being one of us”. We can’t give a grubby technical peon that kind of cash– gotta deep concern about earnings equity among the proletariat, ya know?

Works out sometimes… But I’ve seen several folks miserable or fail doing it… They have to leave the company in order to return to technical work. Or they (maybe) become addicted and accustomed to the compensation — they’re unhappy, their team is unhappy, and management must cover up… No mistakes on management’s side, of course; so few people walk on water daily like them.

]]> By: grannybunny https://www.evilhrlady.org/2017/06/dont-promote-your-best-techs-but-give-them-a-raise.html#comment-209454 Wed, 21 Jun 2017 15:36:26 +0000 https://www.evilhrlady.org/?p=4408#comment-209454 Do people get promoted without first indicating their interest in and desire for promotion?

]]>